ransitioning to shared services can help HR organizations transform into more strategic functions that provide maximum value to the business. Part 1 of this post discussed the first of four key insights into this process (Think business), the importance of successfully building expectations and an appreciation for shared services with stakeholders throughout the business. Part 2 (Consider the entire HR service model) covered the need to consider the entire service model when implementing shared services.

The HR function has undergone a transformation of its very service model. And in the course of this transformation, large organizations across all industry sectors have incorporated shared services into their operations; medium-size organizations are now following. Expectations have been high.